The number of different work arrangements that are on offer to employers and employees at the moment is striking. Whether it’s to enable flexibility, cut down costs or maximise productivity, companies can choose from a wide range of work arrangements to find the most fitting and effective solution for their organisation. Equally, employees are keener than ever to work under arrangements that best suit their busy, fast-paced, daily lives.
 
In fact, one Fieldglass study on the future of work found that the average company’s workforce in 2015 was made up of merely 54% traditional, full time employees. In other words, almost half of an average organisation’s workforce consisted of employees working under non-traditional work arrangements. Of course that percentage is only set to grow in the future as the very nature of how companies are doing business continues to change.
 
This shift away from traditional work arrangements has significant implications for HR departments, and HR professionals should be well versed in how these changes impact the role of HR within your organisation. In this post, I will shed light on the different kinds of work arrangements becoming increasingly popular among companies, and more importantly look at how and why HR departments should be managing them.

First of all, what are the most common work arrangements?
  
Aside from traditional full time employment, there is a wide range of different work arrangements that HR professionals need to be prepared to deal with. These include, but are by no means limited to:
 

• Contractors/Outsourcing
• Remote Workers
• Freelance Workers
• Temp Staff
• Part Time workers
• Job Sharing

 
These varying work arrangements are changing the way in which HR professionals are operating in an organisation. In light of this, here are a few of the most important points to consider:

1. New roles, responsibilities, and job titles - take note.
 
With new work arrangements come new roles and job titles. As HR professionals are often responsible for hiring and on boarding, it is vitally important that any new or differing roles and responsibilities are fully understood and can be relayed with confidence to any prospective hires. Even HR itself has undergone a rebranding in many organisations, with some companies preferring to call the department ‘People Operations’ or even “Employee Experience.”

In addition, HR professionals can and should have a say in what kinds of work arrangements might be best for their organisation. Hiring contractors may be the best way to tackle a 6 month project, while taking on a freelance worker could be most suitable to fill a maternity leave role – whatever the situation, HR professionals are well placed to advise on work arrangement issues for the benefit of the company as a whole. This further reinforces the need to have HR professionals at a senior management level to help advise and offer suggestions on crucial structural management issues.

2. Developing your organisation’s culture just got harder.
 
With a vast array of work arrangements available to employees and employers, HR has a tougher job than ever to harness a strong, uniform company culture throughout an organisation. Tough as it is, a company culture that respects and recognises the differences in employee work arrangements across the board is vital to the smooth running of a business, and for attracting top talent. Integrating traditional and non-traditional work arrangements into one clear, strong and fair company culture is a central, albeit new, role of HR professionals nowadays – failure to do so may damage company reputation and decrease employee satisfaction.
 
3. Increase in trust needed – especially with remote workers.
 
While building trust among employees and HR professionals has always been at the forefront of HR responsibility, it is even more crucial when companies offer a mixed bag of work arrangements. For example, many companies, especially start-ups, benefit from hiring both freelance and remote workers. This arrangement calls for clear and precise delegation of tasks, a high level of communication between employee and employer (often facilitated by HR) and of course, huge amounts of trust in your employee that the work will be done, and done to a high standard. HR must focus on developing and building that trust, while also acting as an intermediary for employers and employees, wherever they may be working from.

4. Teamwork has never been more important

Finally, it goes without saying that teamwork is key when it comes to ensuring that all types of traditional and non-traditional work positions meld together effectively. Businesses may want to consider implementing cross-functional teams that can act as go-betweens for employees working under different arrangements. These cross functional teams may be included as part of the HR department or managed by HR professionals – as always, it’s about finding what works for your organisation.
 
The role of HR professionals is constantly changing – but one role that will never change is the need to keep on top of changes in industry and react accordingly, for the benefit of employers and employees alike.

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Communication – clear and concise – is undoubtedly one of the most important aspects of a business. Without the ability to interact in meaningful, precise ways with customers, consumers and companies, businesses are likely to struggle. We, as HR professionals, understand how communication shapes not only how a business runs, but also employee satisfaction and employer branding.
 
While everyone can agree on the necessity of effective communication in the workplace, the style and substance of that communication varies greatly from company to company and, indeed, department to department. Let’s cut to the chase. Put simply, there’s too much jargon used in our workplaces today and it’s having a detrimental effect on employee performance, engagement and possibly even talent acquisition. Let me explain.

What is Workplace Jargon?

‘Blue-sky thinking,’ ‘drink our own champagne,’ ‘push the envelope’ - the list of idiomatic phrases commonly used in the workplace is seemingly endless. Jargon can be found in any business and is often used when there is a need to express a goal or an aim. We have all at some stage come in contact with, or used – willingly or unwillingly - jargon in the workplace.
 
Of course, it’s not always a phrase – it can also be a single word. Synergy, for example, is a term that is often bandied about in business as a flashy way of referring to good cooperation. Just so that we are all on the same page (excuse the jargon), here are definitions for the first three terms:
 
Blue-sky thinking: An idea or vision that doesn’t necessarily have a practical application.

Drink our own champagne: Seems to be a very convoluted way of saying a business will use the same product it offers to its customers.
 
Push the Envelope: To go outside of ones comfort zone.

While this may all seem a little pedantic, the truth is that workplace jargon can have a negative effect on your business, precisely because of its lack of substance.
 
What’s the Problem With Jargon?
 
If, like me, you didn’t know what one, or more, of the last phrases meant, well, that’s exactly the problem with workplace jargon. With so many different words and expressions being used in the workplace, and on company websites, it can be very hard for anyone – be it a customer or an employee - to discern exactly what is being said. This lack of clarity has the potential to create all sorts of business problems.
 
Firstly, employees can get so caught up in the use of these words or phrases and the meaning behind them that the fundamental task at hand is forgotten. Take brainstorming as an example. It’s all well and good having a ‘brainstorm,’ but what is the actual purpose of it? Make sure buzz words are at least substantiated with real, clear and easily understood aims. Don’t get caught up in the jargon and loose sight of what’s really important.
 
Secondly, abstract buzzwords tend to lose people’s engagement and can even make them more sceptical about what you are saying. It makes sense. The more phrases used in a meeting or on a website that are complicated, convoluted and rife with jargon the less likely you are to either understand or even continue listening to what is being said.
 
Finally, in HR, especially when dealing with contracts, disciplinary actions and dismissals, language is crucially important. In the worst case scenario, using the wrong language, interacting in the wrong way, or trying to be smart with buzzwords, could land an employer facing an unfair dismissal charge. Especially if the employee has not fully understood why they are being dismissed. In a nutshell, workplace jargon clouds real meaning, and may even be used as a tactic by an employer who is trying to avoid saying things straight. Be on the look out – don’t let people’s workplace jargon pull the wool over your eyes.
 
What Can Be Done? 
 
Workplace jargon can be tough to get around. The most obvious way of overcoming the buzzwords is by ignoring them. However, ignoring can only go so far, because, to a certain degree, employees have to listen in order to do be doing their jobs effectively.
 
Therefore, perhaps the best way to combat workplace jargon is to demand clarity. Do not let workplace jargon get to you, ask questions relentlessly and ensure that goals and tasks are adequately defined. Maybe then, those who use too much workplace jargon will get the picture and cut it out. After all, the less abstract the explanation, the more concrete the action.

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​Zero hour contracts have received a great deal of media attention in both the UK and Ireland recently, and rightly so. While unemployment statistics are often cited and analysed, there is an increasing understanding of the need to look into exactly how people are employed rather than simply whether or not they have a job. It is essential to shed light on different types of contracts that are being issued to employees, not least to ensure that their rights are protected. So, what exactly is a zero hour contract?
 
In a nutshell, zero hour contracts are working arrangements wherein an employee must be available to work for a certain number of hours each week, yet employers do not have any obligation to give any hours to the employee. Employers, particularly those in businesses that experience seasonal highs and lows, tend to use zero hour contracts to increase flexibility and limit their commitment to employees.

While there are fewer employees on zero hour contracts in Ireland, it is estimated that a massive 1.4 million people are working on these contracts in the UK. Many employers have been criticised for taking advantage of employees by using zero hour contracts, as they offer next to no financial security for workers and can make achieving a comfortable work-life balance very difficult. In light of this, the Irish government is proposing a number of changes to the current legislation in Ireland that could impact both employees and employers. In this post I will discuss the current situation regarding zero hour contracts in Ireland, outline the Government’s proposed changes and detail their possible effects on Irish businesses.

The Current Legislation
 
Unlike in the UK, employees in Ireland who are on zero hour contracts are protected by the Organisation of the Working Time Act 1997. There is little more frustrating for an employee than being contractually obliged to work, yet not being given any hours. In order to protect employees on zero hour contracts falling victim to this, Section 18 of the Organisation of the Working Time Act states that an employee in this situation is entitled to be paid for 25% of the hours which they were required to be available for, or 15 hours pay – whichever one is less.
 
This at least ensures that employees on zero hour contracts are guaranteed a pay cheque, regardless of what hours their employer gives, or doesn’t give, them. It is important to note that Section 18 of this act does not cover ‘casual’ workers who are not contractually obliged to accept work from their employer.

What Changes Are Being Proposed?
 
In order to further strengthen protection for zero hour contract workers and boost their entitlements, the Irish government plans to make it illegal to hire an employee on a zero hour contract and give them no hours at all. Furthermore, in the event that a worker is called into work and does not receive the hours expected, they will get a minimum payment of three times the minimum wage or three times the rate stipulated in an Employment Regulation Order.
 
Finally, under the new proposals, employers will have to be much clearer about the terms of employment given to an employee. In fact, employers will be required to provide, in writing, five core terms of employment. This will include outlining how many hours the employer expects an employee to work in a given week.
 
How Will Employees and Employers Be Affected?

Clearly, these proposed changes are positive for employees, giving them increased financial security and more entitlements under zero hour contracts. However, employers must understand that the proposals could mean much more bureaucracy and a greater need for due diligence when it comes to employee management and drawing up contracts. Failure to properly understand and comply with any legislative changes that come into place could put employers at risk of criminal prosecution – all the more reason to keep a close eye on the status of the proposals and react accordingly.

Importantly, zero hour contracts suit certain employees and employers, especially due to their flexible nature. That being said, it is vital that businesses are transparent about the work contracts they are providing and that those contracts meet all legislative requirements. Keeping on top of changes in employment law is part and parcel of running a good, ethical business.
 
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Everyone loves job perks. From flexible working hours to bring your dog to the office day, to free lunches, there are a whole host of incentives employers can offer their employees. Not only do incentives increase employee engagement and satisfaction, they are vital when it comes to promoting a creative and open company culture.
 
That being said, with so many different companies offering up a wide range of perks, it’s hard to know what to roll out to employees that’s both different and genuinely beneficial.  Of course, there are the old classics – commission, bonuses and flexible work arrangements. However, while these incentives are always welcomed, nowadays, more and more employers are looking past financial perks and coming up with more innovative, personal and carefully thought-out ways to encourage and reward their staff. 

So, here are 5 original ways to incentivise employees that you may not have thought of before:

1. Reward Wellbeing

Providing free or discounted gym memberships for employees is becoming more and more popular, especially as companies realise that a healthy workforce is likely to be a happier workforce. However, some companies are going a step further when it comes to rewarding wellbeing.  Online mattress maker, Casper, actually pays employees 2 US dollars a night for getting a good sleep – which is tracked by a fitness app called IncentFit. While this may seem over the top, there’s no arguing the need to be well rested in order to improve productivity.

In addition, there are a number of organisations, Casper included, which actively pay employees to exercise. While the monthly pay for exercise at Casper is capped at $130, this is nevertheless a great way to incentivise staff to get fit. Tech giants, Microsoft, have a similar set up - offering employees money to spend on fitness related activities. Who knew it could pay to burn calories?
 
2. Think of the Foodies

On the other hand, if exercise doesn’t incentivise staff, food will. When it comes to food perks, employers can put on quite a spread. Companies are offering free lunches, healthy breakfasts and fresh fruit all day every day – not only helping employees bond, but also ensuring they enjoy a healthy, balanced diet whilst in work. Of course, there are ways to get inventive with food incentives. Brunch on a Friday, a buffet to cure the Monday blues, or as Online Media Company, Thrillist, does, offer up an extravagant breakfast when a big deal is closed – there’s no limit to what companies can serve up. Now there’s some food for thought.

 3. Paid Birthday Holiday and Unlimited Annual Leave
 
Nothing says a company appreciates you quite like giving you your birthday off – especially when it’s paid! While it’s only one extra day of holiday a year, workers appreciate being given time off on special days to spend with family and friends. Believe it or not, there are in fact some companies - Netflix and Linkedin for example - who offer unlimited annual leave. Having a policy like this allows workers extended time to travel overseas or spend time with their families at particularly important moments and can be a very attractive proposition for those seeking a better work/life balance. Of course, employees must ensure that the work is covered while they are gone. It’s also equally important to make sure what you are offering is available to everyone to avoid facing a backlash from employees who feel they are discriminated against with regard to incentives.

4. In Office Yoga and Massages

Everbright, the event management company, believes that people who are working non-stop aren’t good employees as their productivity levels sink if they are over worked. So, to combat this, some companies encourage employees to take 40 minutes out of their working day for in office yoga, or a massage. A nice idea, especially if you have been sitting at a desk all day.

5. Free Beer
 
Yes, you read that right. Some companies actually offer free beer to their employees. Obviously, this takes a great deal of trust between employee and employer, but if managed correctly, it can be a nice perk – especially at 5pm on a Friday afternoon. Of course, it doesn’t have to be beer - staff could be offered smoothies or milkshakes to give them an extra boost throughout the day.

It goes without saying that not all of these perks are suitable for every organisation. Equally, original, innovative perks shouldn’t be limited to start ups or tech companies. The key is to get a feel for your workforce and offer what’s right for them.

There’s no doubt that original incentives are a great way for an organisation to stand out from the crowd. Not only do they get people talking, if they are well thought out, they have the potential to attract employees that are a great cultural fit for the organisation. However, always remember that when it comes to building a strong company culture, incentives and perks aren’t everything. Creating a meaningful culture that resonates with your employees and has the core values of the business at its centre is essential and will ultimately attract, and retain, talent much more effectively than a free lunch.

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Flexible working hours are all the rage. Nowadays, perhaps more than ever, workers are constantly trying to juggle work/life commitments. Offering flexible working hours is one of the most effective ways to help employees enjoy a healthy work/life balance. Both employers and employees are benefiting more and more from flexible working arrangements, which can increase productivity, promote happiness in the workplace and generate a strong company culture.
 
As work becomes more feasible from a laptop or tablet and many employees, especially millennials, prefer being given the choice to work remotely, it is becoming increasingly more popular, sensible and beneficial for employees to offer flexible work arrangements. Currently, however, there is no Irish law in place in that allows all employees to apply for flexible working arrangements, unlike in the UK. Instead, here in Ireland, flexible working hours are at the discretion of the employer.
 
A few years back I wrote an article offering up 5 points to consider regarding introducing flexible work arrangements. Since then, many more people have either opted for, or are considering, flexible working arrangements and the number is only rising.  So, it’s time to revisit this hot topic and shed some light on the types of arrangements employers and employees might wish to consider.

What are the Options?

There is a whole host of ways employers can offer flexible work arrangements. The key is to choose the policy, or indeed policies, which best suit your organisation and its needs. Here are a few of the most common arrangements companies may choose to offer:


Flexitime: Flexitime allows workers to work when they want, so long as they complete the total number of hours they have agreed to. In other words, instead of working a regular 9am - 5pm, employees may want to work 8am-4pm or 10am - 6pm to allow them to better manage other commitments. From an employer’s point of view it’s like saying, “I don’t mind when you do the work, as long as it’s done.”

Compressed Hours: Slightly similar to flexitime, however under a compressed hours arrangement, employees are likely to work longer days in order to make up the hours to take one day a week off. Again, as long as the agreed hours are completed, employers are happy.

Job Share:  Job sharing is perfect for those people who wish to cut down their hours and become part time workers. Of course, it relies on finding someone else in your organisation who wishes to do the same thing and communication between the two parties is essential to ensure workers are on the same page and tasks are not being done twice.
 
Contracted Home Hours: This is becoming more and more popular, especially for those people with young families. Working from home allows employees to avoid potentially costly commutes, and with personal laptops being used more and more for work, there’s no reason why contracted home hours can’t work for those who desire it.
 
The Super Flexible: This arrangement, although perhaps the least common, is definitely worth mentioning. Some organisations, particularly start-ups, operate a very flexible arrangement with their employees wherein they can work from anywhere, at anytime. Again, there must be a commitment to the number of hours completed and strict deadlines should be in place to ensure work is completed on time.
 
One final point for employers to note is, whatever arrangement, or arrangements you opt for, make sure it’s available to all employees. Do not give preferential treatment to one employee over the other, unless there are extenuating circumstances, as this can create an imbalance in the workforce and leave some employees feeling dejected. Importantly, flexible working hours are not for every organisation, nor are they for every employee, so consider carefully what’s right for you and your company.
 
The fact of the matter is that everyone works differently. Some people prefer to be in an office environment, bouncing off other employees, others prefer to work late in the evening from the quiet of their own home. Finding out what suits your employees best and gives the best results for your business is a tricky, but worthwhile task.
 
At the end of the day, when it comes to flexible working arrangements, it all comes down to trust. Employers need to trust their employees to get the work done effectively and to the best of their ability, regardless of the arrangement they have.

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Last year I wrote a blog highlighting some of the key issues employers should be aware of when it comes to incapacity dismissal and noted that, in 2015, sickness absence cost employers in Ireland a massive €490 million.
 
A recent case in Ireland - wherein the Labour Court overturned a €17,000 award by the Workplace Relations Commission (WRC) to a former employee of Dunnes Stores who was dismissed after a period of absence of three years – has prompted the need for a fresh look at the complicated legislation surrounding absenteeism.
 
Here at the HR Department, we would like to unpack some of the reasons why the Labour Court overturned the WRC award in this case. Hopefully this will provide some valuable tips and ensure employers and employees know where they stand when it comes to absenteeism.

So, here are three of the most important points to be taken from the Court ruling:
 
1. Employers are not obliged to ‘officially’ find out if someone is unable to work.

The court in this case ruled that if an employee is not fit to perform the duties they have been hired to perform, this can give rise to dismissal. While this may seem evident, what was important to note was that the court also ruled that it was not the role of the employer to establish if the employee could or couldn’t work.
 
Instead, as was the case here, the employer can simply believe the worker when they say they are unable to work.  In other words, an employer is not required to send an employee to an independent medical assessment if they believe the reason for incapacity is genuine.

2. Employees who are ill should, where possible, give an indication of when they may be back to work - otherwise they may face dismissal.

Should an employee be unable to work, it is imperative they try to indicate to the employer when they may be able to return to work. It is an employee’s duty to say when they might be able to work again and if they fail to do so, employers may have grounds to dismiss them. In this case, the court argued that the worker, despite having plenty of opportunities to do so, had not made it clear when she would be able to return to work, thus justifying her dismissal.
 
Clearly an employer can’t be expected to keep a position vacant indefinitely. Therefore, employees need to be diligent when it comes to keeping an employer up to date with their ongoing situation regarding their absence. Equally, returning to work after a long period of absence can be a tough and daunting task. Employers should consider ways in which they can help employees who are returning to work in order to make the process as smooth as possible. The key to avoiding problems here is both clarity and open lines of communication between employer and employee.

Finally, it is also worth noting that, under the Employment Equality Act, employers are obliged to make reasonable accommodations for staff with disabilities, and employees on long-term absenteeism could fall into this category.

3. Employers shouldn’t include maternity leave as a period of absence.
 
In this case, Dunnes Stores included the claimant’s maternity leave in its calculation of her three year period of absence – something which was criticised by the court. The critical point here, therefore, is that maternity leave, even during a prolonged period of absence, should not be considered ‘absenteeism.’ Also, with regard to maternity leave, employees should remember to apply in writing to your employer for maternity leave and give your employee 4 weeks notice before you wish to return to work. Clearly this needs to be a two-way street – employees need to inform their employers of maternity leave, and, in turn, employers must be astute enough not to include this as a regular period of absence.   

Absenteeism is a complex issue that can have the potential to lead to costly litigation if it is not dealt with effectively. This case goes to show how an employee’s continued absence, without specifying when they may be back to work, has the potential to lead to dismissal. The important thing to remember is that the more in touch an employer is with their employee (and vice-versa) the less likelihood there is of complications when it comes to absenteeism. It is beneficial for both employees and employers to be well versed in this area, not only to avoid complications, but also to harness a company culture and workplace environment that is as smooth, efficient and understanding as possible.
 
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3 Ways to Ensure Talent Retention in the Tech Industry

In the past few years Ireland has solidified itself as a global hub for technology giants. With Google, Facebook and Microsoft just some of the big names in the tech industry to establish offices here, it is no wonder Ireland has almost 140,000 people working in the high tech sector already.

There is therefore no doubting the need to attract more and more tech talent to meet the employment demands of the plethora of international tech companies now in Ireland. Add to that the possibility of an influx of workers coming to Ireland in the wake of Brexit, and Irish employers need to understand how to manage and maintain an increase in tech talent.

Attracting tech talent is only the starting point. It’s getting your tech employees to stay that is the real challenge. There is little more frustrating to a company than having to say goodbye to its best tech workers.

So, here are three tips to help your organisation hold on to your best tech employees:

1. Find the Right Fit

It may sound like a no-brainer, but taking the time during the hiring process to find an employee that is the right fit for your company will pay dividends. An employee who clearly understands their role and shares the values of a company is less likely to want to jump ship.
 
To get this right, it is important for employers to be very clear on job descriptions for applicants. Employers should include as much information about a new position as possible and make sure you have a clear company ethos – employees need to know what they are signing up for! Getting a solid fit at this stage will undoubtedly improve the retention rate of your tech staff. As the CIO of Ascential, Sean Harley put it, “if you hire well, the best talent pool is the one you already have.”

2. Communicate, Engage and Support

While hiring gets tech talent through the door, continuous communication, engagement and support will help retain your tech workers. ‘Talking to techies’ may have a reputation for being a daunting task, but it is an essential part of a successful workplace. Do not make your tech staff feel like they are on the periphery of the team – this is likely to push them away.

The tech industry, according to a recent Fortune 500 study, has the highest turnover of any other industry. Supporting your tech staff, through including them in high-level meetings or offering flexible working hours for example, is one of the best ways to make sure they don’t think the grass is greener elsewhere.
 
3. Provide Learning Curves

While financial incentives or an increase in pay may seem like a logical way to retain staff, it should not be considered a silver bullet. Often tech workers appreciate being challenged and allowed to innovate. Don’t be afraid to up-skill tech employees. Trust in the people you have to perform new tasks rather than always harping back to the lengthy and costly hiring process. You should find this will stimulate the mind of a tech worker much more while increasing their productivity and satisfaction. This is a two-pronged solution – tech employees will value opportunities to be more creative when given more demanding responsibilities and employers should see an increase in talent retention.

Let’s make no bones about it – the need for tech employees is on the rise across all industries. As more and more business turn towards digital, the challenge for employers is managing what may be an entirely new department in their organisation. One of the best ways to do this in general is through continuity. Continuity requires talent retention. The quicker tech staff are recognised as an integral part of your organisation, and treated as such, the more efficient and effective they will be. So, be diligent in your hiring, keep your tech talent happy and do your utmost to keep them on board - after all, you don’t know what you’ve got till it’s gone. 

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Last week the UK’s HMRC (the equivalent of our Revenue) named, shamed and hundreds British businesses – 360 to be exact – for failing to pay minimum wage to their employees. Not only is this against the law, it has the potential to greatly damage a companies’ reputation, not to mention the morale of its workers.

This is the largest ever UK clamp down on companies not paying minimum wage, resulting in offending employers being forced to cough up more than £2 million in fines and back pay. It seems only logical that steps will soon be taken to investigate Irish companies who may be cheating their staff out of the minimum living wage of €9.25.

Of course there are clear measures which can be taken to ensure companies are abiding by the legal requirement of paying employees minimum wage. Ensuring tips are not considered part of an income, not bankrolling the office Christmas party through staff wages and work uniforms not coming out of employee pay packets are all obvious ways of maintaining compliance with the law on minimum wage.

However, all of this seems to miss a crucial point. Businesses must value and treat their minimum wage staff with respect in order to get the best out of them. Nothing belittles a staff member quiet like actively breaking the law in order to pay them less. Furthermore, given that, according to the OECD in 2014, 25.1% of the Irish working population fell into the ‘low pay’ category; we are not talking about a small proportion of the workforce.
 
So, here are 3 ways to show respect towards, and make the most of, your least costly members of staff (other than remembering to at least pay them minimum wage)!

Communicate

We aren’t talking about office chitchat here. While a yarn is nice every once in a while, it is imperative that employers understand the worries and queries of their staff through open lines of communication. More often than not, the concerns of middle management/senior executives are prioritised and minimum/low wage workers are all but forgotten. Try to keep everyone in mind in order to avoid low wage workers feeling demoralised and undervalued. Taking a bottom-up approach by addressing the issues of the lowest paid members of staff sets a good precedent throughout the rest of the business.
 
Delegate (where possible) 
The feeling that you are simply a small cog in a big wheel is a common symptom for a low wage worker. The best way to combat this, as an employer, is to delegate tasks as fairly and evenly as possible. By being given more responsibilities, lower wage workers will be more effective and feel respected rather than dejected.
 
Incentivise  
Minimum wage is minimum wage. Most of us have been there before and we are aware of the hardships it can bring. One way to encourage low wage workers is to offer incentives and, no, they don’t always have to be financial. While tips and bonuses are a nice way to supplement an income, not all businesses benefit from them and often more inventive incentives work better. Whether it be booze, a bike or a bungee jump – get creative with your rewards and you may find your workers go that extra mile for you.  As they say, it’s the little things.
 
 
The old mantra that a happy worker is a productive worker applies to all employees – even those at the bottom. There is no doubt low wage workers are the bedrock of any business. Without them many businesses would cease to function properly.
 
Therefore if a company, no matter how big or small, is failing to meet the needs of its minimum wage workers, automatically the credibility of the rest of the business is called into question. So, pay your workers what they deserve and treat them with respect. In return, not only will you avoid hefty fines for non-compliance on minimum wage and prevent potentially ruining your reputation, you might get a more productive workforce with scorns replaced by smiles.

Five Metrics for Measuring Company Culture3/2/2017
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Vicki hangs out beside the desk of her owner, Mike Ahamadi at Autodesk Photograph by Lucas Oleniuk — Getty Images
‘Company culture’ is a term that has been bandied about for decades now. Unfortunately, over the years it picked up a reputation for being a bit of a fluffy subject to keep HR professionals occupied when things were a little quiet. However, in recent years, with the talent pool getting smaller, it’s come into the mainstream, as organisations focus on talent acquisition and retention. However, effectively measuring company culture and aligning it with corporate objectives remains a challenge.

So how do you measure this increasingly important set of beliefs, behaviours and actions that define how things get done in your company? While there is no set formula for doing so, by assessing companies with a consistent track record for success, we begin to see a number of shared qualities that can be used as metrics to gauge where the impact culture is having on your organisation.

1.  Communication
Effective communication is perhaps the most glaringly obvious trait among the best companies. In these corporations communication is a two-way street, where employees are encouraged to communicate their ideas and concerns to their bosses, while management clearly communicates any essential information to staff. Analyse your existing communications channels to see how well information is being sent, received and interpreted throughout the company.

2. Innovation
An organisation’s level of innovation can tell you a lot. It tells you how creative the company is; how dynamic it is; how open it is to new ideas and how those ideas are made a reality. Innovation shouldn’t be the prerogative of zany creatives and cool tech start-ups. Innovation is about thinking up ways to do things better, leveraging resources to improve productivity, establishing processes that make the workplace better, identifying new markets to target and a whole lot more. Take a close look at your business and ask just how innovative you are; are you open to new ideas; in what ways do you show your innovativeness.  

3. Wellness
As the saying goes, a happy worker is a good worker, and a healthy employee is productive one. Employee wellness is about investing in your employees’ mental and physical wellbeing. Workplace wellness encompasses the mental and physical health of employees. Multiple studies have shown that companies that run a dedicated employee wellness programme are more productive, have greater employee satisfaction and report fewer sick days. For more information on employee wellness, checkout these 5 Reasons Why Employers Should Promote a Healthy Workforce.

4. Collaboration
As is the case with effective communication and innovation, strong collaboration between employees, teams and departments is a common trait amongst the best companies in the world. The benefits of collaboration are manifold. It helps give workers a better understanding of the role their colleagues play. It may reveal opportunities for them to cross-sell one another’s services/ products. It ensures plans and processes are considered from many different perspectives.  Look to see how much, where and why your teams are collaborating. If the results aren’t great, invest the time in encouraging a more collaborative environment.

5. Responsibility
Believe it or not but many employees want more responsibility. They want to feel that the work they do matters and to take ownership of that function. Greater autonomy also has been shown to speed up decision making processes and streamline company activities, all resulting in greater productivity. Measuring this might seem a bit tricky but it can be done. Look at the ways in which your company promotes autonomy and encourages employees to take more responsibility. Make this part of your performance policy to ensure everyone works towards it.

So there you have it, five metrics to help you start measuring and monitoring your company's culture.

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0 Comments5 Reasons to Promote a Healthy Workforce2/2/2017
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It’s January and no doubt the gyms are packed with New Year heroes, determined to start 2017 on the right foot and stick to their new year’s resolution. Despite their best intentions, research has shown that almost two thirds of people fail to keep the promise they made to themselves, with almost half (43%) of them giving up in the first month.

​As employers, it may be worth supporting your workers’ commitments to getting fitter, losing weight or living a healthier lifestyle. Here are five of the biggest benefits of having healthy workers.

Reduced Absenteeism
Healthy employees, who have a balanced diet and exercise regularly, are less likely to become ill or suffer an injury. In other words, promoting a healthy lifestyle to your workers can help cut absenteeism. That should mean higher productivity, reduced stress and a happier workplace.

Focus
Healthy eating isn’t just about the long-term goals. The nutritional properties of many fruit and nuts can give your employees a boost to get them through the mid-afternoon slump. That extra energy will help them maintain focus, make less mistakes and get work done.

Engagement
Team sports, like 5-aside football, run clubs not only keep your staff fit but also promote team work, loyalty and enthusiasm. Workplace yoga sessions are becoming increasingly popular. Encouraging your staff to get up from their desks and stretch out offers huge social, cultural and wellbeing benefits.

Mental Wellbeing
Your staff should be healthy in body and mind. Along with back pain, workplace stress, anxiety and depression related illness are the most common reasons for employee absenteeism. As an employer, you have a duty to look after all aspects of your employees’ wellbeing; that means their mental and emotional health as well as their physical.

Employee Recognition
With the talent pool shrinking, employers are looking for new ways to attract workers to their businesses. Gym memberships, healthy snacks and regular campaigns all help to build moral within your existing team are all great perks that will help you stand out from the crowd and demonstrate your appreciation for your staff.

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‘Company culture’ is a term that has been bandied about for decades now. Unfortunately, over the years it picked up a reputation for being a bit of a fluffy subject to keep HR professionals occupied when things were a little quiet. However, in recent years, with the talent pool getting smaller, it’s come into the mainstream, as organisations focus on talent acquisition and retention. However, effectively measuring company culture and aligning it with corporate objectives remains a challenge.

So how do you measure this increasingly important set of beliefs, behaviours and actions that define how things get done in your company? While there is no set formula for doing so, by assessing companies with a consistent track record for success, we begin to see a number of shared qualities that can be used as metrics to gauge where the impact culture is having on your organisation.

1.  Communication
Effective communication is perhaps the most glaringly obvious trait among the best companies. In these corporations communication is a two-way street, where employees are encouraged to communicate their ideas and concerns to their bosses, while management clearly communicates any essential information to staff. Analyse your existing communications channels to see how well information is being sent, received and interpreted throughout the company.

2. Innovation
An organisation’s level of innovation can tell you a lot. It tells you how creative the company is; how dynamic it is; how open it is to new ideas and how those ideas are made a reality. Innovation shouldn’t be the prerogative of zany creatives and cool tech start-ups. Innovation is about thinking up ways to do things better, leveraging resources to improve productivity, establishing processes that make the workplace better, identifying new markets to target and a whole lot more. Take a close look at your business and ask just how innovative you are; are you open to new ideas; in what ways do you show your innovativeness.  

3. Wellness
As the saying goes, a happy worker is a good worker, and a healthy employee is productive one. Employee wellness is about investing in your employees’ mental and physical wellbeing. Workplace wellness encompasses the mental and physical health of employees. Multiple studies have shown that companies that run a dedicated employee wellness programme are more productive, have greater employee satisfaction and report fewer sick days. For more information on employee wellness, checkout these 5 Reasons Why Employers Should Promote a Healthy Workforce.

4. Collaboration
As is the case with effective communication and innovation, strong collaboration between employees, teams and departments is a common trait amongst the best companies in the world. The benefits of collaboration are manifold. It helps give workers a better understanding of the role their colleagues play. It may reveal opportunities for them to cross-sell one another’s services/ products. It ensures plans and processes are considered from many different perspectives.  Look to see how much, where and why your teams are collaborating. If the results aren’t great, invest the time in encouraging a more collaborative environment.

5. Responsibility
Believe it or not but many employees want more responsibility. They want to feel that the work they do matters and to take ownership of that function. Greater autonomy also has been shown to speed up decision making processes and streamline company activities, all resulting in greater productivity. Measuring this might seem a bit tricky but it can be done. Look at the ways in which your company promotes autonomy and encourages employees to take more responsibility. Make this part of your performance policy to ensure everyone works towards it.

So there you have it, five metrics to help you start measuring and monitoring your company's culture.

For more helpful HR tips and advice, CLICK HERE to sign up to our monthly newsletter.

As Bob Dylan once wrote ‘the times they are a changing’. Much like hit comedy Anchorman’s protagonist Ron Burgundy, there’s a good chance that many Millennials have never heard that song. But in terms of talent management and acquisition the words are as true today as they were in 60s.
We’ve received numerous enquiries from business owners and HR managers frustrated with their Millennial employees. They seem disengaged. They’re overly opinionated. They’re self-absorbed. The list goes on. Often, what appears to be the problem is a misinterpretation of the situation.
There’s no doubt that the expectations of Millennials are different to those of their parents and grandparents. Their values must align with the company they work for. They crave variety and they’re more concerned with striking a better work/ life balance than money.
If you can understand their motivations and needs, then Millennials can be a powerful addition to your workforce, bringing vibrance and a fresh way of thinking to your organisation. Here are five things you need to understand about Millennials to get the most out of them.

#1. Look at your culture
As I mentioned Millennials are far more selective about the type of company they work for. Like anyone, they want to work for an organisation they can be proud of. Unlike previous decades, however, this may have nothing to do with size or turnover. Rather they may want to work with an organisation that values diversity or collaboration or corporate social responsibility. These are cultural elements and employers having to look long and hard at what they stand for in order to attract the right kind of talent.

#2. Offer a clear career path
In an age of immediate gratification and answers at the tip of their finger, Millennials aren’t used to standing around and guessing what the outcome is going to be. When it comes to their career they want to know what is expected of them, how they will progress through your organisation and what the limitations will be.
By offering a clear career path, with milestones and expectations, you can entice the most talented to join your company. Just be sure you can back-up whatever you agree to.
 
#3. Give them structure
Following on from my second point, structure is an essential part of managing Millennials. Through school and university, looking at tasks on a project-by-project basis has become the norm for them. Adapting your management processes to reflect this can make a huge difference to engaging your Millennial workers.
Clearly define assignments and success factors. Make sure reports have set due dates and that meetings have agendas and minutes.
Having a list of tasks that can be ticked off, as opposed to one vague goal, feeds into the Millennial need for instant gratification.
 
#4. Acknowledge their efforts and opinions
This is often an element older generations of employers struggle with. If your attitude is that employers are paid to do a job and they should be glad of it, then you’re probably not going to get far with your Millennial staff.
A challenge of their need for instant gratification is that they almost expect to be acknowledged for the work before they do it. However, showing them how the work they do adds value to your business and recognising their efforts through various incentives – not necessarily financial but perhaps in terms of social rewards or time in lieu – can go a long way.
Equally, this generation has grown up in a world of collaboration. Schools, teams, societies, and universities emphasise the value of team work and that a strong team is more effective than any one individual. As such, Millennials are used to sharing their thoughts and opinions with their seniors just as much as with their peers.
Accept that they are not intentionally acting out of turn and they will value your constructive criticism as much as they appreciate your giving their opinions genuine consideration.
 
#5. Avoid boredom
Millennials are used to doing a 101 things at the same time. From sending an email while on the phone, to networking face-to-face and social media all at the same time, they’re the ultimate multi-taskers.
If you’re not challenging them, they will quickly get bored; and a bored Millennial is a disengaged worker; and a disengaged worker can be more harmful to your operation than anything else.
Meet with them regularly to ensure they are happy with the workload; that they find it challenging and interesting and that they see the purpose of what they’re doing.
 
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